Contacting the Branch

If you have any questions or need any support please contact the Branch Office

 contactus@barnetunison.org.uk

Or you can call 020 8359 2088, if we are unable to answer the telephone please leave a message speaking slowly and clearly please include your name, telephone number, membership number and a brief message about the assistance you require. We will respond as soon as we can.

Alternatively you can contact UNISON Direct Call Centre by telephone 

08000 857 857 Monday – Friday 6am – Midnight, Saturday 9am – 4pm

or make an online enquiry by clicking the following link

https://www.unison.org.uk/get-help/online-enquiries/

To Join UNISON click the following link 

https://join.unison.org.uk/

Breaking News: “Outsourcing Has Failed Our Children and Our Workers – Bring School Catering Back In-House Now”

Barnet UNISON is calling on Barnet Council to end the failed outsourcing of school catering and bring the service back in-house.

At the upcoming Cabinet Committee meeting on 21 July 2025, Barnet Council will be asked to approve the continuation of an outsourced school meals contract. Barnet UNISON is demanding the Council reverse this recommendation and recognise the devastating impact outsourcing has had on schoolchildren, workers, and Barnet’s local economy.


John Burgess, Barnet UNISON Branch Secretary, said:
“For over a decade Barnet UNISON has warned of the dangers of outsourcing. Those warnings were ignored – and the result has been catastrophic. Low-paid Black women workers dismissed, children denied hot meals, and a kosher kitchen built with public money now left empty. Enough is enough.”

 

The Case Against Outsourcing:

  • Children Left Without Hot Meals: Barnet pupils were denied nutritious school meals due to the collapse of the kosher meal service.
  • Black Female Workers Dismissed: 41 Black catering staff lost their jobs when the kosher kitchen service collapsed. Only the trade union fought to secure their redundancy pay.
  • Wasted Public Assets: Barnet now has a kosher kitchen standing idle – a visible symbol of outsourcing gone wrong.
  • Poor Pay and No Pensions: Catering workers are excluded from the Local Government Pension Scheme and face poverty wages, resulting in reliance on housing benefits and in-work support – costs borne by the taxpayer.
  • A False Economy: Barnet claims savings, but the reality is a transfer of cost from the Council to the welfare state, undermining long-term financial sustainability.

A Better Alternative: In-House Services

Barnet Council ran a successful in-house school catering service for decades. In 2014–15, it generated a £190,000 surplus. Schools had confidence in the service and trusted its quality and reliability.

There has been no serious financial modelling on bringing the service back in-house. Despite citing inflation and “market pressures,” the current Cabinet report presents no updated analysis of how in-house provision could now be rebuilt to meet modern needs.

Council Equality Commitments Undermined

Barnet Council’s corporate values include a commitment to equality and inclusion, yet outsourcing has overwhelmingly harmed Black, female, low-paid workers – a group protected under the Equality Act 2010.

“This decision contradicts the Council’s equality duties,”.

“How can you talk about inclusion while outsourcing continues to hurt the very communities you claim to support?”


Labour Party Policy Backs Our Call

  • Ending Outsourcing: Labour’s 2021 Conference endorsed the “biggest wave of insourcing in a generation,” including school services such as catering.
  • Tackling In-Work Poverty: Labour’s platform includes stronger rights at work, a real living wage, secure pensions, and an end to exploitative contracts.
  • Racial Justice at Work: Outsourcing has been shown to disproportionately harm Black workers. Labour-aligned campaigns highlight insourcing as a racial justice imperative.
  • Community Wealth Building: Labour supports local procurement and public ownership to retain wealth and secure good jobs in our communities.

Continuing to outsource the school meals contract undermines Labour values in one of the most diverse boroughs in the UK.


UNISON Demands:

  • Immediately halt the outsourcing procurement.
  • Publish a full Equality Impact Assessment.
  • Commission an updated in-house service feasibility report.
  • Bring Barnet’s school meals service back in-house.

 

For further information or interview requests, please contact:

Barnet UNISON at contactus@barnetunison.org.uk

To read Barnet UNISON report submitted to Cabinet Committee 22 July 2025 click on link below

https://www.barnetunison.me.uk/wp/wp-content/uploads/2025/07/Barnet-UNISON-Report-Schools-Catering-2025.pdf

 

End.

 

 

South Cambridgeshire Council Votes for a 4 Day Week — It’s Time to Fight for Ours

Dear members,

We are proud to report that South Cambridgeshire District Council has become the first council in the UK to adopt a four-day week as permanent policyon full pay, for all staff. This is a landmark moment in the fight for a better work/life balance and stronger public services.

Barnet UNISON visited this council and spoke directly with staff and trade union colleagues. Their message was clear: this is not a gimmick — it’s a serious, evidence-based reform that has delivered for staff, services, and residents alike.

What the report shows

The official Council report presented on 17 July 2025 outlines clear, independent evidence https://scambs.moderngov.co.uk/documents/b50013885/Four-day%20Week%20Update%20and%20Future%20Arrangements%20-%20Update%20from%20Scrutiny%20and%20Overview%20Committee%20Thursday.pdf?T=9 :

  • 100% pay for 32 hours (86.5% of a 37-hour week), across all roles
  • 22 of 24 service KPIs maintained or improved; 9 showed statistically significant improvement — including faster planning decisions, quicker benefit processing, and higher rates of emergency repairs completed on time
  • £399,263 annual savings from reduced agency reliance and improved recruitment
  • 123% increase in job applications and 41% drop in voluntary resignations
  • Staff health and wellbeing scores — mental health, physical health, motivation, and intent to stay — all improved significantly

This was not a “soft” trial. It included independent analysis by the Universities of Cambridge, Salford, and Bradford, and national performance benchmarks. A public consultation — despite predictable scaremongering from anti-public sector groups — found no evidence of serious decline in services and strong public support in many areas.

When we win, expect pushback

Already, opponents of decent working conditions are attacking this result.

Let’s be honest — this isn’t new.

When trade unions first demanded:

  • Holiday pay — we were told the economy would collapse.
  • Sick pay — we were told people would take advantage.
  • Health and safety laws — we were told it was red tape.
  • Pensions — we were told it was unaffordable.

But unions stood strong. Members like you fought back. And we won every time.

The same fear tactics are being recycled today — against a four-day week.

What Barnet UNISON will do

This win matters. And it’s achievable here too.

Barnet UNISON will:

  • Campaign to trial four-day week working with full pay across council and Barnet Group services
  • Work with members to identify how services can adapt and innovate
  • Push employers to engage with staff and trade unions, just like South Cambs did
  • Show the evidence works, and challenge the myths when critics come calling

A union is for fighting

A trade union is not just a grievance handler — it’s a fighting force for better pay, safer work, and better lives. The four-day week is the next big leap.

Change never comes without a fight — but this shows it can come. And Barnet UNISON is ready.

In solidarity,

Barnet UNISON Branch

 

 

Barnet UNISON Warns: “Care Workforce at Risk Without Urgent Action”

 

Barnet UNISON has raised urgent concerns about the sustainability of the care workforce at The Barnet Group (TBG), following the release of new data showing a heavily ageing workforce and low numbers of younger recruits.

“The age profile, published today on the Barnet UNISON website, reveals that over 60% of staff are aged 51 and above, with the largest group being 51-60. Under 22% are under the age of 40 with only 6% under the age of 30.”

Helen Davies, Branch Chair of Barnet UNISON, said:

“This data is a wake-up call. The care sector is already under pressure — and without urgent investment in recruitment, training and fair pay, we risk a workforce crisis. Many of our dedicated care staff are approaching retirement age. Who will replace them?”

The union warns that without a strategy to recruit and retain younger staff; the service could face a critical shortage of experienced carers within the next decade. It is calling on Barnet Council and The Barnet Group to:

  • Introduce a care workforce renewal plan
  • Expand apprenticeships and training pathways
  • Improve pay and conditions for frontline care workers
  • Protect services from further cuts and privatisation

Barnet UNISON will be using the data in ongoing discussions with management, councillors and the wider community to demand a properly funded and future-proofed care service.

For further information contact:
Barnet UNISON – contactus@barnetunison.org.uk
Twitter/X: @barnet_unison | www.barnetunison.me.uk

 

Barnet UNISON Member Update – Fair Funding Review 2.0

Local Government Funding Reform – What It Could Mean for Us

Dear Barnet UNISON Members,

We are writing to update you on an important national consultation launched by the government – the Fair Funding Review 2.0 – which will overhaul how councils like Barnet are funded from 2026–27 onwards.

You can view the report online here https://www.gov.uk/government/consultations/the-fair-funding-review-20

Or download the report click on the link below

Fair_Funding_Review_2.0

 

Why This Matters

As many of you know, Barnet Council applied for Exceptional Financial Support (EFS) this year due to significant financial pressures. This was followed by a round of staff redundancies, and understandably, many of our members are now concerned about the possibility of further cuts or job losses.

This Fair Funding Review is critical because it will shape how much money councils receive to deliver local services. It is intended to simplify the funding system and make it “fairer,” but the full impact is still unclear.

Potentially Positive News

  • New National Funding: £5 billion of new government funding is planned over the next three years, including £3.4 billion in core grants.
  • Multi-Year Settlements: From 2026–27, councils will receive funding certainty for several years, which may help avoid the sudden budget shocks we’ve seen recently.
  • Updated Formulas: Funding will be more closely tied to local need and the cost of delivering services like adult and children’s social care. If done correctly, this could work in Barnet’s favour, given our demand levels.
  • Grants Consolidated: Smaller, short-term funding pots are being rolled into larger grants or the main Revenue Support Grant – giving councils more flexibility.

Areas of Concern

  • No Council Allocations Yet: We do not yet know how Barnet will be affected. Specific funding figures for each council will be announced later this year.
  • Zero Allocations Possible: Some councils could receive no central funding at all if the government thinks they can fund services from local Council Tax alone. The government is reviewing how to avoid this scenario.
  • Efficiency Expectations: The review hints at local government “reorganisation” and “efficiencies” – which often means job cuts.
  • Transitional Pressures: While there will be protections during the transition, councils under existing financial strain – like Barnet – may still be at risk of further workforce reductions to balance their books.

 

What UNISON Is Doing

  • We are closely reviewing this consultation and will submit responses where appropriate.
  • We are actively engaging with Barnet Council officers to understand how they are modelling the impact of the review and whether further redundancies are being planned.
  • We will demand transparency and insist that UNISON is consulted before any further cuts are considered.

 

What You Can Expect

  • We will provide further updates as more information becomes available:
  • When the government publishes council-by-council indicative funding in the autumn
  • When Barnet Council shares its 2026–29 financial projections
  • If any consultation on workforce changes is proposed

If you have concerns or want to speak with your local UNISON rep in confidence, or email the branch at contactus@barnetunison.org.uk

Solidarity,

Barnet UNISON.

 

End.

Barnet UNISON Member Briefing: Understanding TUPE Transfers.

1.What is TUPE?

TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations 2006. It’s a law that protects your job, pay, and rights if your employer changes—whether due to outsourcing, bringing services back in-house, or changing contractors.

If you’re being transferred to a new employer, your contract of employment moves with you.

 

2. Key Protections Under TUPE

Your job transfers automatically to the new employer
Your terms and conditions stay the same, including pay, hours, holiday, and sick leave
Your continuous service is protected – no reset on your length of service
Unfair dismissal protections – you can’t be dismissed because of the transfer
Trade union recognition can continue, depending on the situation.

 

3. What Can the New Employer Change?

✋ The new employer cannot make changes to your contract just because of the transfer.
Changes are only lawful if there is a valid economic, technical, or organisational (ETO) reason and you agree to it.

Examples of ETO reasons:

  • Economic: loss of funding
  • Technical: new IT systems
  • Organisational: restructuring of teams

📢 Your Rights During the Consultation Process

Under the law, the employer must:

  • Inform UNISON (your union) in writing about:
    • The fact and date of the transfer
    • The reasons for it
    • Any impact on staff (legal, economic, social)
    • Any proposed changes or ‘measures’
  • Consult with UNISON before any changes happen

🗣️ You have the right to:

  • Be kept informed through your union
  • Ask questions and raise concerns
  • Be represented by UNISON in any meetings

 

TUPE Frequently Asked Questions

Q: Will I lose my job?

No, not automatically. Your job transfers to the new employer. However, if the new employer proposes redundancies for valid business reasons, they must follow a fair process.

 

Q: Can they reduce my pay or holiday?

No. Your contractual terms transfer with you. They can’t change them just because of the transfer.

 

Q: Do I have to accept the transfer?

You can object, but:

  • You will be treated as if you resigned
  • You won’t usually get redundancy pay

UNISON strongly advises you to speak to your rep before making any decision.

 

Q: Will I still be in a union?

If UNISON is recognised in the new organisation, recognition should continue. If not, we’ll support you in seeking recognition or retaining collective bargaining rights.

 

Q: What if they say there are ‘measures’ after the transfer?

Any proposed changes (called “measures”) must be consulted on in advance. Examples include:

  • Changes to rotas
  • New reporting structures
  • Office relocations

UNISON will push back on any negative or unfair proposals.

 

What You Should Do Now

🔍 Stay informed – check your emails or noticeboard for updates
🤝 Talk to your UNISON rep with questions or concerns
📝 Make notes of anything you are told in meetings
📢 Speak up early if something doesn’t seem right

📬 Contact Your UNISON Rep

If you have any concerns about the TUPE transfer, changes to your job, or the consultation process, contact your rep immediately. We’re here to defend your rights.

Or contact the branch at contactus@barnetunison.org.uk

End.

 

Special Offer to Barnet UNISON members – Your health and wellbeing

Barnet UNISON Supporting Statement:

Barnet UNISON is pleased to share the launch of the WorkWell North-Central London programme with our members. This free, government-funded initiative offers vital early-intervention support for workers managing health and wellbeing challenges in the workplace.

We know how important it is for our members to have access to timely, practical support—especially when facing health-related barriers to work. WorkWell provides personalised coaching, expert referrals, and connections to local services, all designed to help employees stay well at work or return to work with confidence.

We strongly encourage any members living in or registered with a GP in Barnet, Enfield, Haringey, Camden, or Islington to consider this opportunity. Whether you’re currently off work or simply looking for support to stay well in your role, WorkWell could make a real difference.

Barnet UNISON is proud to support initiatives like this that prioritise the health and dignity of workers. If you have any questions or need help with a referral, please don’t hesitate to contact us.

Please seee details of the offer below

In solidarity,

Barnet UNISON Branch

WorkWell North-Central London Offer 

Members of Barnet UNSION and beyond are invited to take part in WorkWell North-Central London, a free, government funded, pilot work and health programme. WorkWell aims to help employees manage their health and wellbeing at work, reduce sickness absences, and enable a faster return to work for those who are signed off sick.

We are an early-intervention service, focused on positive health outcomes. Employees who join our programme will be offered 8, weekly coaching sessions to help them identify their health barriers and come up with a plan to overcome them.

On top of personalised coaching sessions, WorkWell helps people navigate the various local provisions on offer through our connections with publicly funded services and voluntary/community organisations. The programme also makes internal referrals to our team of experts in the fields of physical health, mental health, and employment. At the end of the 8 weeks with WorkWell, employees can expect to be equipped with an action plan and signposting to a more specialist service if required.

Employees can refer themselves directly, or UNISON reps are welcome to make referrals on behalf of their colleagues so long as they have their express permission. This can be done:

WorkWell is free to use as it is funded by the Department for Work and Pensions and the Department for Health and Social Care. Shaw Trust has been commissioned to deliver WorkWell North-Central London by the North Central London Integrated Care System.

At present we can accept referrals from people living in, or with a GP in: Barnet, Enfield, Haringey, Camden, and Islington. For those in Westminster, Kensington & Chealsea, Brent, Hammersmith & Fulham, Ealing, Harrow, Hounslow, and Hillingdon, we will gladly make an onward referral to WorkWell West-Central London.

End.

The Biggest Conspiracy Theory Is That There Isn’t Enough Money to Pay for Public Services

Barnet UNISON reps are having conversations every week with low-paid members who are exhausted, demoralised, and afraid for their children’s future. They see prices rising, wages stuck, and public services falling apart. And they hear, again and again, the same excuse: “There’s no money.”

That’s the biggest conspiracy theory of our time.

There is money. In fact, the UK is wealthier than ever before—just not for the people who make it work. Billionaires in this country have more than doubled their wealth since 2008.

During the pandemic, the richest 1% grew even richer while key workers—care staff, cleaners, school catering workers, housing and security staff—were thanked with applause, then handed real-terms pay cuts.

In Barnet, we see how this lie plays out. Council services have been outsourced to private companies on the promise of efficiency and cost savings. The reality? Poorer working conditions, lower pay, and services run for profit, not people.

That’s why Barnet UNISON is demanding that school catering, cleaning, care work, housing services, parking enforcement and security staff all be brought back in-house. Public money should be spent on public services—not drained off into shareholders’ pockets.

When services are outsourced, it’s not just workers who lose out. Residents get less accountable, more fragmented services.

UNISON nationally is clear: We want proper funding for local government, fair and inflation-proofed pay awards, and an end to outsourcing. And we in Barnet are fighting to make that a reality in our own borough.

But there’s a deeper issue we need to confront: why so many of our lowest-paid colleagues have come to believe the lie that there simply isn’t enough money.

It’s not just bad economics—it’s psychological warfare.

After a decade of austerity, the working class has been made to believe the idea that they must sacrifice, while the rich are told they deserve more.

It doesn’t have to be this way.

A wealth tax—just a small one—on the richest 1% could raise tens of billions every year. Even a 1% tax on wealth above £10 million could help rebuild our services and give dignity to our most vital workers. But the political will is missing, because the people at the top benefit from the status quo.

The role of our union is not just to negotiate pay—it’s to organise hope. To help members imagine something better. To challenge the story that poverty is inevitable.

Poverty is political, not natural. It’s a choice.

The truth is simple: the money is there. What’s missing is justice, courage, and power in the hands of the workers who keep our communities alive.

That’s why we’re fighting. To end outsourcing. To win fair pay. To bring services back in-house. And to expose the cruelest conspiracy of all: that we must settle for less while the super-rich keep more money than they can ever use.

Solidarity.

Barnet UNISON.

UNISON Briefing: Scrutinising the Peopletoo Review

Dear Members,
We know many of you are concerned about the ongoing review by external consultants Peopletoo, especially with reports of potential savings targets and service changes. We want to reassure you that UNISON is fully engaged in scrutinising this process and challenging anything that could negatively impact your jobs, workload, or working conditions.

What is happening?
Barnet Council has brought in Peopletoo to conduct a “diagnostic review” of services across the Council, The Barnet Group (TBG), and Barnet Education and Learning Service (BELS). Their brief is to identify potential efficiencies and service improvements – but the context includes a pressure to find at least £20 million in savings.

What are we doing about it?
UNISON is:

  • Demanding transparency: We’ve asked that both the interim and final reports are shared with trade unions before decisions are made – not after.
  • Insisting on fair treatment: We’ve made clear that any proposals affecting jobs must include full Equality Impact Assessments (EqIAs), and that unions must be involved at every stage.
  • Raising detailed questions: We’ve submitted tough questions to Peopletoo on job protection, pay transparency, the risk of redundancies, and whether their recommendations could overload already stretched teams.
  • Pushing for staff voices: We’ve asked how frontline staff views are being included, and how decisions will be shaped by your experience – not imposed from above.

What are we watching closely?

  • Whether Peopletoo’s recommendations lead to cuts through the back door (e.g. unfilled vacancies or merged teams).
  • The risk of increased workload and stress if “efficiencies” mean doing more with less.
  • Unequal treatment between Council staff and those in TBG or BELS – we are insisting on a level playing field for all staff.
  • Any attempt to avoid scrutiny of senior management or consultants while frontline staff face pressure.

What you can do:

  • Talk to your UNISON rep if you have concerns or see changes happening without consultation.
  • Share your experiences: We want to make sure your voice is part of our response.
  • Stay informed – we will keep you updated as the interim report is released (expected late June) and decisions begin to take shape.

UNISON is committed to protecting your jobs, defending fair treatment, and holding consultants to account. We will not accept changes being made to you, without being done with you.

In solidarity,

Barnet UNISON Branch

 

📢 Barnet UNISON Update: Professional Registration Fees for Social Workers

Dear Members,

Barnet UNISON is continuing to advocate on behalf of our social work members regarding the issue of professional registration fees.

We recently wrote to the employer requesting that Barnet Council consider covering the cost of annual professional registration fees for social workers. This request was made in recognition of the fact that registration with Social Work England is a statutory requirement—without it, social workers cannot legally practice or be employed in their role.

In response, the employer reiterated their current policy of not paying professional subscriptions for staff, citing that such requirements are already considered within the job evaluation process. They also expressed concerns about affordability and fairness across different professions.

We have responded to this position by highlighting that:

  • Social workers are uniquely impacted by this statutory requirement, which is not optional and must be renewed annually.
  • This ongoing cost is not currently reflected in the job evaluation process, despite repeated concerns raised by UNISON over the years.
  • Other councils do support their social workers with this cost, and we believe Barnet should review its stance in light of this growing trend.

We have formally requested a meeting with senior management and HR to discuss this issue further and explore potential solutions, including a review of the job evaluation process and possible financial support options.

📌 Please keep an eye out for further updates as we continue to push for a fair and equitable outcome for our members.

If you have any questions on this matter, please email Barnet UNISON at contactus@barnetunison.org.uk.

In solidarity, Barnet UNISON

 

1 2 3 247